Allyship Unveiled

Most people, if not all, have experienced what it feels like to be excluded, unheard, unseen, or unappreciated. I will never forget a pivotal moment in my career when I had an experience when I needed support. I was on a business trip and following the workday, the leadership team went to dinner. During this time one of the leaders sitting directly across from me made a comment about how professional straight hair looks. For context: this trip was in Texas during the summer when it is hot and humid, and I was wearing my hair in its naturally curly form.

The leader who made the comment proceeded to ask my manager at the time, who was sitting beside me, “Don’t you think straight hair looks so professional too”? This manager and I had a great rapport, so I expected an inclusive response that made me feel supported. Unfortunately, my manager’s response was a resounding “YES”! I gasped as I was flooded with emotion, then I froze. In that moment I felt like regardless of how much knowledge or success I had experienced; if I didn’t look a certain way, I would not be viewed as professional. I felt devalued, disrespected, and disappointed that I didn’t have an ally to show up for me in a moment that mattered. If my manager had practiced allyship it would have given me the confidence and comfort to add my voice and perspective to the conversation. ???

You may have experienced moments like this or similar where you could have benefited from the support of an ally. Either you didn’t know what to say, how to say it, and/or needed the courage to lean into the conversation. What would be the implications if you spoke up? Would there be retaliation if you did say something? How would this impact your brand and how you’re perceived? The list goes on… What is the best way to handle situations like this?

I’m so excited that here at Korn Ferry we’re doing something to support each other and others by practicing allyship! To be an ally you must be aware of the moments of exclusion, inequity, or marginalization, when a person is negatively impacted and needs your support and choose to take action. Anyone can be an ally irrespective of their role.

Allyship is the umbrella term for many types of support one can provide including:

• Advocacy: One who supports or promotes the interests of another.
• Mentorship: A wise and trusted advisor and guide.
• Sponsorship: A senior advisor who vouches for a person.
• Support: A person from any level who helps with career development and success.

When leaders and colleagues are inclusive, everyone benefits!

The impact of allyship creates safety, amplifies voices and visibility, and supports equity for career development within an organization, further supporting a culture of inclusion. However, things can get in the way, be it intrinsically or extrinsically: the fear of retaliation, the impact of perception, defensiveness, personal branding, knowing what to say if you do want to take action and more. Well-meaning people can either prematurely take action without knowledge or completely opt-out because you don’t have the knowledge, tools, and or courage to do so.

When leaders and colleagues are inclusive, everyone benefits because this produces the best work; people are more innovative, productive, collaborative, and engaged. We all have things to bring to the practice of allyship that can be used to support others. Our Korn Ferry Practicing Allyship solution includes an allyship inventory to gain awareness about personal strengths and areas of opportunity.

Here are a few best practices you will learn to increase your effectiveness with practicing allyship:

• Opportunity: It’s important to confirm that you fully understand and are clear about the problem or situation and how it impacts a person for whom you want to be an ally for.
• Context: Before taking action, consider the elements regarding the person and/or situation. How will this impact what you do? For example, your role, your connection with the person or persons involved, and dynamics of the situation, etc.
• Person: Learn more about individual preferences. Ask yourself what support they might need. This may be different from what you might need if in this situation or similar. Also consider if your action may violate a person's privacy.
• Action: Consider what action you might take and remember it’s important to practice allyship. Don’t beat yourself up if you don’t get it right.

To learn more, click here: Practicing Allyship (kornferry.com)

This contribution to the deconstructed digital magazine VOICES comes from the African Ancestry ThinkTank at 光辉国际 .